As an employer of more than 250 people, we are required by UK law to publish our gender pay gap information, both on the Government’s Gender Pay Gap Service and on our own website.
Our latest report covers the 2022–23 reporting cycle, using a snapshot date of 5 April 2022. We have published our report in November 2022 (ahead of the reporting deadline of 4 April 2023), to coincide with the publication of our annual report and accounts for the year ending 30 June 2022.
Our purpose is to champion better work and working lives. This means we are committed to fostering inclusion, fairness and flexibility within the CIPD, and we take seriously our responsibility to lead by example.
One of the ways we do this is by reporting our gender and ethnicity pay gap data. And when doing so, we choose to go behind the headline figures to help us understand how our culture and actions can help us close the gap.
Reporting annually is an important way to track how recruitment, reward, and progression decisions impact the achievement of a diverse, inclusive workforce.
The gender pay gap is calculated by taking all employees across an organisation and comparing the average pay between men and women. Even though we have clear, externally benchmarked salary ranges in place for all jobs - to ensure that everyone is paid fairly for undertaking the same or a similar role - it’s still possible to have a gender pay gap.
This year our median pay gap reduced by nearly 9 percentage points to 13.7%. Our mean pay gap dropped 5 percentage points to 12.4%, the lowest it has been since reporting began.
But the last six years of reporting have taught us that the drop may not necessarily be sustained. We see significant fluctuations in our reported pay gap because we are a medium-sized organisation with a predominantly female workforce, so small changes in our employee profile have a significant impact.
Closing the gender pay gap is not a quick and easy fix. It requires a meaningful, consistent and sustained shift in cultural norms. Our report shows the important actions we are taking to drive this much needed change – in the areas of recruitment and retention, pay transparency, flexible working and parental leave.
A look behind the CIPD’s ethnicity pay differences and our long-term commitment to closing the gaps